Larocque D
L'unité psychiatrique de l'hôpital régional D' Georges-L. Dumont de Moncton (Nouveau-Brunswick).
Can Nurse. 1996 Oct;92(9):42-6.
In 1993, absenteeism among nursing personnel of Dr. Georges-L. Dumont regional hospital in New Brunswick was 10.3 days per employee. The Human Resources Department of the hospital authorized the study described here in order to identify the roots of the problem. The author hypothesized that worker dissatisfaction was one of the major causes of absenteeism. The results indicate that dissatisfaction is related to workload, hospital policies and procedures and employee benefits. Satisfaction was noted for certain variables including autonomy in the workplace, relationships with colleagues, and leadership style on the unit. Dissatisfied nurses who would not choose nursing as a profession the second time around have less seniority and work night shifts. Conversely, satisfied nurses are those who would choose nursing again. They have more seniority and do not work night shifts. Almost all respondents believe that dissatisfaction in the workplace affects quality of care, encourages absenteeism in order to flee the workplace and negatively affects motivation. The author suggests further studies to verify how dissatisfaction in the workplace influences motivation and quality of nursing care.
1993年，新不伦瑞克省乔治斯 - L·杜蒙地区医院护理人员的缺勤率为每人10.3天。医院人力资源部批准了此处所述的研究，以找出问题的根源。作者推测员工不满是缺勤的主要原因之一。结果表明，不满与工作量、医院政策和程序以及员工福利有关。对于某些变量，如工作场所的自主权、与同事的关系以及科室的领导风格，员工表示满意。那些不会再次选择护理职业的不满护士资历较浅且值夜班。相反，满意的护士会再次选择护理职业。他们资历更深且不值夜班。几乎所有受访者都认为工作场所的不满会影响护理质量，促使缺勤以逃离工作场所，并对积极性产生负面影响。作者建议进一步研究，以验证工作场所的不满如何影响积极性和护理质量。
